Difference between revisions of "Knowledge loss risk assessment in NPP's"

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==Definition==
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== Definition ==
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'''Source:''' [[]]
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== Summary==
 
== Summary==
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One paragraph summary which summarises the main ideas of the article.
 
  
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== Description ==
+
The following processes and tools can be used by NPPs to identify and mitigate [[Knowledge loss|knowledge loss]] threats. Management can adapt or modify these processes and tools to meet the specific needs of its  organization. This approach is practically proved itself as a basic methodology of [[Knowledge loss risk management|KLRM]] and has been adopted by many NPPs and other nuclear related organizations over the world.
−
The following processes and tools can be used by [[Nuclear power plants|nuclear power plants]] to
+
−
identify and mitigate [[Knowledge loss|knowledge loss]] threats. Management can adapt or modify
+
−
these processes and tools to meet the specific needs of their organization.
+
  
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=== Attrition related knowledge loss risk assessment ===
+
==Knowledge Loss Risk Assessment Process ==
−
[[Attrition]] related knowledge loss threats can be identified, prioritized and
+
−
addressed using the following process to determine a total risk factor for each
+
−
employee in the organization. This total risk factor is based on a projected
+
−
attrition date, which could be retirement, transfer, or other attrition (attrition
+
−
risk factor), and criticality of knowledge and skill (position risk factor). This
+
−
three step process has been succesfully implemented by the Tennessee Valley
+
−
Authority (TVA) in the USA. Figure 1 is a flow diagram of the critical
+
−
knowledge retention process. Knowledge retention roles and responsibilities
+
−
are outlined in Annex I.
+
  
−
[[File:Critical-knowledge-flow.PNG|thumb|right|500px|Fig 1. Critical knowledge retention flow chart]]
 
  
−
=== The three step process ===
+
===Attrition related knowledge loss risk assessment===
 +
[[Attrition]]-related knowledge loss threats can be identified, prioritized and addressed using the following process to determine a ‘Total Risk Factor’ for each employee in the organization. This Total Risk Factor is based on a projected attrition date which could be retirement, transfer, or other attrition (Attrition Risk Factor) and criticality of knowledge and skills (Position Risk Factor). This three-step process has been successfully implemented by many nuclear organizations. Figure 1 provides a flow diagram of the critical knowledge retention (KR) process.
  
−
==== Step 1 Conduct of a knowledge loss risk assessment ====
+
[[File:Knowledge 3 step process.png|500px|thumbnail|right|FIG. 1. Critical knowledge retention flow chart]]
−
Conduct of a [[Knowledge loss risk assessment|knowledge loss risk assessment]]
+
−
The knowledge loss risk assessment is designed to identify positions/
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−
individuals where the potential for knowledge loss is greatest and most
+
−
imminent.
+
  
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The attrition risk factor is based on the expected retirement or other
+
===Three-step process===
−
attrition date. The date can be provided by the employee or calculated
+
====Step 1: Conduct  knowledge loss risk assessment====
−
according to age and tenure data. Table 1 lists the criteria used to assign an
+
The [[Knowledge loss risk assessment|knowledge loss risk assessment]] is designed to identify positions/individuals  with the greatest and the most imminent  potential of  knowledge loss .
−
attrition risk factor.
+
The Attrition Risk Factor is based on the expected retirement or other attrition date. The date can be provided by the employee or calculated based on the age and tenure data. Table 1 lists the criteria used to assign an Attrition Risk Factor.
  
−
The position risk factor is initially assigned by the department level
+
[[File:1248_tab02.png|500px|thumbnail|right|TABLE 1. ATTRITION RISK FACTOR CRITERIA]]
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manager using criteria listed in Table 2. The position risk factor criteria are
+
−
based on the unique/critical knowledge and skills possessed by the employee
+
−
and an estimate of the difficulty or level of effort required to refill the position.
+
−
In assigning the factor the manager should consider each employee’s responsibilities
+
−
and background, formal and informal roles, collateral duties, recurrent
+
−
assignments (e.g. outage related duties, problem solving or trouble shooting
+
−
assignments) and other factors suggesting that the employee may have unique/
+
−
critical knowledge and skills. Department managers may want to consult other
+
−
work group members, key plant customers, or interested parties when
+
−
determining ratings.
+
  
−
The total risk factor of an employee is determined on the basis of the
+
The Position Risk Factor is initially assigned by the department level manager using criteria listed in Table 2.
−
guidelines provided in Table 3. The total risk factor provides an overall
+
−
assessment of attrition related risk for knowledge loss. The total risk factor is
+
−
computed by multiplying the attrition risk factor by the position risk factor (see
+
−
Table 4).
+
  
−
Each nuclear power plant management team should collectively review of
+
[[File:1248_tab03.png|500px|thumbnail|right|TABLE 2. POSITION RISK FACTOR CRITERIA]]
−
the results of the risk assessment. Experience has shown that a critical review of the position risk factor assigned by the department manager is important in
+
−
ensuring accurate ratings. Often there is a tendency to rate high performing
+
−
employees as having unique and critical knowledge and skills. A high level of
+
−
performance is not the basis for a high position risk factor (5 rating) and such
+
−
ratings should be changed. After completing the collective review, the
+
−
management team identifies where a knowledge retention plan is needed and
+
−
assigns responsibility for plan development (typically, to the employee’s
+
−
supervisor or manager).
+
  
−
==== [[Capture of critical knowledge|Step 2 Determination of the approach needed to capture critical knowledge]]====
+
The Position Risk Factor criteria are based on the unique/critical knowledge and skills possessed by the employee and an estimate of the difficulty or level of effort required to refill the position. In assigning the factor the manager should consider each employee’s responsibilities and background, formal and informal roles, collateral duties, re-occurring assignments (e.g., outage-related duties, problem-solving or trouble-shooting assignments), and other factors suggesting that the employee may have unique/critical knowledge and skills. Department managers may want to consult other work group members, key plant customers, or interested parties  to determine ratings.
  
−
==== Step 3 Monitoring and evaluation ====
+
Position risk factor should also take into account influence on performance of the position itself in the current organizational structure. For example some positions assume critically important functions for the organization, eg.: unit-shift supervisor and other related to safety positions, key decision makers positions and some focal points or even nuclear codes analyst.
  
−
Periodic reviews should be conducted to monitor the status of implementation
+
The Total Risk Factor of an employee is determined based on the guidelines provided in Table 3.
−
of the knowledge retention process. Specifically, this step should:
+
  
−
* Review previous knowledge retention plans and progress.
+
[[File:1248_tab04.png|500px|thumbnail|right|TABLE 3. TOTAL RISK FACTOR]]
−
* Identify any positions/incumbents requiring reassessment or knowledge retention plan development.
+
−
* Identify related emerging issues or points of coordination.
+
−
* Review knowledge retention metrics, including:
+
−
** Future attrition projections;
+
−
** Number of high priority positions;
+
−
** Number of positions targeted for knowledge retention plan development;
+
−
** Status of knowledge retention plans (complete, on-track, etc.);
+
−
** Knowledge related organization metrics (human performance, safety, etc.);
+
−
** Consideration of the impact of other activities on the risk assessment (e.g. emerging work).
+
−
* Evaluate the success of knowledge retention plans in accomplishing stated goals.
+
  
−
Additional information about the TVA knowledge retention process is
+
The Total Risk Factor  provides an overall assessment of attrition-related risk for knowledge loss. The Total Risk Factor is computed by multiplying the Attrition Risk Factor by the Position Risk Factor. See Table 4.
−
available on the TVA web site: http://www.tva.gov/knowledgeretention/
+
  
−
=== Employee self-assessment–knowledge retention process ===
+
[[File:1248_tab05.png|500px|thumbnail|right|TABLE 4. EXAMPLE OF TOTAL RISK FACTOR COMPUTING]]
  
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Often the expert employee who has undocumented knowledge is critical
+
[[File:APS KM Plan.png|500px|thumbnail|right|FIG 2. KNOWLEDGE RETENTION ACTION PLAN]]
−
to day-to-day operations of the plant and therefore their time is valuable and
+
−
limited. Processes such as the one outlined in Section 3.1 are effective, but may
+
−
require significant resources and time. The following process (detailed in
+
−
Annex V) can be much less time consuming when utilized by nuclear power
+
−
plants to allow for self-assessments in order to identify specific ‘at risk’
+
−
knowledge. This approach can be used to address potential knowledge loss
+
−
when employees are being terminated, transferred, promoted, etc. The process
+
−
can facilitate the gathering of additional information pertinent to the
+
−
individual’s knowledge, skills and duties to support the continued safe and
+
−
efficient operation of the plant.
+
  
−
The self-assessment consists of two steps — the employee self-assessment
+
[[File:How to Acquire Knowledge.png|500px|thumbnail|right|TABLE 5. KNOWLEDGE PRESERVATION METHODS AND TOOLS]]
−
and the employee task assessment. The employee self-assessment is geared to
+
−
obtaining general information from the employee on their current job tasks as
+
−
well as information regarding meetings they attend, emergency positions they
+
−
hold, etc. The employee task assessment provides more specific information
+
−
about 1–5 major tasks performed by the employee. These major tasks may
+
−
include activities they perform as part of their everyday job or they may be
+
−
collateral duties such as outage assignments.
+
  
−
The critical knowledge held can either be apparent, where the individual
+
Each NPPs management team should collectively review the results of the risk assessment. Experience has shown that a critical review of the Position Risk Factor assigned by the department manager is important in ensuring accurate ratings. Often there is a tendency to rate high performing employees as having unique and critical knowledge and skills. A high level of performance is not the basis for a high Competency Risk Factor (5 rating) and such ratings should be changed. After completing the collective review, the management team identifies where a knowledge retention plan is needed and assigns responsibility for plan development (typically, the employee’s supervisor or manager).
−
is recognized as ‘the’ expert in a task or area, or it may be deep seated, where
+
−
critical steps are so ingrained in the individual that they may or may not
+
−
recognize them as critical. This method of knowledge retention is a selfelicitation
+
−
method that may need to be followed up with a more detailed review
+
−
of the employee’s information (e.g. the process outlined in Section 3.1.1.2).
+
  
−
Once the employee has completed both the employee self-assessment
+
====Step 2: Determine Knowledge Retention Plan to Capture Critical Knowledge====
−
and the employee task assessment, department managers and supervisors
+
The Knowledge Retention Plan (see Fig 2) is designed to identify and prioritize the critical knowledge in each high-priority position based on the Knowledge Risk Assessment. From here, managers will determine the approach to capturing and transferring the knowledge.
−
should review the tasks performed by the individual and make a decision as to
+
Once the risk assessment is complete, the next step is to address potential knowledge loss for each High Priority (20–25 Total Risk Factor) employee through implementing of knowledge retention plans (see Fig 2).
−
whether additional assessments are needed. The completed self-assessment is
+
• Identify the critical knowledge/skill, department, knowledge holder and who owns the actions (e.g., leader).
−
retained by the manager and is used to address challenges created by the
+
• Indicate if you have completed the Knowledge Risk Assessment Questionnaire. This section also identifies how you plan to acquire, transfer and retain the knowledge.
−
pending personnel changes as well as the potential knowledge loss.
+
• Identify the critical knowledge that must be managed, what actions will be taken, who owns each action and due dates. These actions can be included in an employee’s annual performance plan as either a business goal or a development goal.
  
−
=== Risk management of institutional knowledge loss ===
+
In developing knowledge retention plans to retain and transfer critical or unique knowledge, consider these factors:
  
−
[[Institutional knowledge]] is defined as the collective knowledge of all the
+
• Length of time the knowledge will be relevant
−
employees working in an organization or institution. Sections 3.1 and 3.2
+
−
provide processes and tools to address specific knowledge loss associated with
+
−
individual expert workers nearing retirement or employees transferring,
+
−
receiving promotions or leaving the organization (or industry) for other
+
−
reasons. This section will consider the impact of knowledge loss on the organization
+
−
and the resulting impact on organizational competency, in other words,
+
−
the ability to function safely and efficiently.
+
  
−
The necessity to maintain [[Organizational competency|organizational competency]] for nuclear power
+
• Types of knowledge involved; i.e., explicit vs. tacit
−
plants has been widely recognized by Member States, given the nature of the
+
−
business (high hazard low risk) and the life cycle of 100 years or more. They
+
−
recognize the importance of continuing the safe and efficient operation of
+
−
existing facilities, supporting research and development and educational institutions,
+
−
and supporting the expansion of nuclear power.
+
  
−
The three examples of China, Germany and the USA (covered in Section
+
• Timing of knowledge loss
−
1.1) demonstrate that different situations or life cycle stages exist that may
+
−
contribute to the potential loss of knowledge and skill in the nuclear industry.
+
−
However, all three share the common challenge of managing nuclear
+
−
knowledge to maintain and enhance institutional knowledge.
+
  
−
As with specific knowledge loss threats, addressed in Sections 3.1 and 3.2,
+
• Cost (cost-benefit analysis may be needed)
−
organizations should periodically assess the risk of institutional knowledge loss.
+
−
This assessment should consider both internal (e.g. loss of experienced
+
−
workers) and external (business and political) factors. Other considerations
+
−
include:
+
  
−
# '''Current work load:''' Provision of an assessment of the current workload in the organization or department. Consideration of current work backlogs, amount of overtime (paid and unpaid) and levels of stress in the workforce. Identification of core and non-core functions performed and the impact of non-performance. Identification of options to address any potential knowledge loss issues (e.g. process improvements, reorganization and elimination of non-core activities).
+
• Employee’s motivation and ability to share knowledge  
−
# '''Future work load''': Evaluation of future staffing needs based on an assessment of future workload (expanded capacity, ecommissioning, restart, major modifications, etc.). Consideration of lag time in recruitment, training and time until full competency is achieved.
+
−
# '''Areas where critical knowledge and skills are at risk''': On the basis of current information, identification of any areas that exist where critical knowledge and skills are at risk of being lost to the organization. These areas may be general areas (e.g. system engineering) or specific to individual experts (turbine specialist). Each area or individual should be listed and details of what is at risk included. The cause of the threat should be included (e.g. retirement, transfer).
+
−
# Risk and impact: On the basis of workload assessments, an evaluation should be made of the risk that exists and its likely impact on organizational performance. Consideration should be given regarding what work can proceed and what will be deferred. Where possible, the impact on safety, performance and cost should be quanitified.
+
−
# Current programmes or proposed initiatives that support knowledge management: Recognition of existing programmes and processes and their contribution to the retention and enhancement of institutional knowledge. These may include corrective action programmes, configuration control processes, or change management tools. It is important to be as specific as possible and to identify gaps where programmes or processes need to be improved.
+
  
−
On the basis of the assessment results, a strategic plan to address institutional
+
• Successor’s motivation to acquire knowledge
−
knowledge loss should be developed (see Section 2).
+
−
+
−
'''Source:''' [[Risk Management of Knowledge Loss in Nuclear Industry Organizations ]]
+
  
−
==Description==
+
• Capability for acquiring knowledge
−
The following processes and tools can be used by NPPs to identify and mitigate [[Knowledge loss|knowledge loss]] threats. Management can adapt or modify these processes and tools to meet the specific needs of its  organization. This approach is practicaly proved itself as a basic methodology of [[Knowledge loss risk management|KLRM]] and has been adoppted by many NPPs and other nuclear related organizations over the world. The case studies of the KLRM best practicies is showen in the annexis of the publication.
+
  
−
===Attrition related knowledge loss risk assessment===
 
−
[[Attrition]]-related knowledge loss threats can be identified, prioritized and addressed using the following process to determine a ‘Total Risk Factor’ for each employee in the organization. This Total Risk Factor is based on a projected attrition date which could be retirement, transfer, or other attrition (Attrition Risk Factor) and criticality of knowledge and skills (Position Risk Factor). This three-step process has been succesfully implemented by many nuclear organizations. Figure 7 provides a flow diagram of the critical knowledge retention (KR) process. Knowledge retention roles and responsibilities are outlined in Annex I.
 
  
−
[[File:1248_fig04.png|500px|thumbnail|right|FIG. 7. Critical knowledge retention flow chart]]
+
In many cases knowledge retention plans will include an interview with the employee (‘elicitation’ process) utilizing a trained elicitor. The knowledge and skills in questions may be of many different types — task and equipment-related knowledge and skills; facts or information about specific people, vendors, projects, and locations; and unique pattern recognition knowledge and problem-solving skills.
 +
The interviews are based on questionnaires which are designed to assist the elicitor and employee in identifying the specific areas where critical/unique knowledge may exist. Guidelines for conducting interviews and suggested questions are contained in Appendix II.
  
−
===Three-step process===
+
The first priority is to identify, capture and retain critical knowledge held by employees nearing retirement. However, it is important to develop and implement a knowledge retention plan for any employee with a position risk factor of five. These employees may be promoted, transferred, or leave the organization for other reasons causing the loss of critical knowledge.
−
====Step 1: Conduct  knowledge loss risk assessment====
+
−
The [[Knowledge loss risk assessment|knowledge loss risk assessment]] is designed to identify positions/individuals  with the greatest and the most imminent  potential of  knowledge loss .
+
−
The Attrition Risk Factor is based on the expected retirement or other attrition date. The date can be provided by the employee or calculated based on the age and tenure data. Table 5 lists the criteria used to assign an Attrition Risk Factor.
+
  
−
[[File:1248_tab02.png|500px|thumbnail|right|TABLE 5. ATTRITION RISK FACTOR CRITERIA]]
+
====Step 3: Monitor and evaluate====
  
−
The Competency Risk Factor is initially assigned by the department level manager using criteria listed in Table 6.
+
Periodic reviews should be conducted to monitor the status of implementation of the knowledge retention process. The IAEA recommended to finalize such review annualy on 4th Quarter. Specifically this step should include as minimum:
  
−
[[File:1248_tab03.png|500px|thumbnail|right|TABLE 6. POSITION RISK FACTOR CRITERIA]]
+
(1) Review previous knowledge retention plans and progress (see Fig 2);
  
−
The Competency Risk Factor criteria are based on the unique/critical knowledge and skills posessed by the employee and an estimate of the difficulty or level of effort required to refill the position. In assigning the factor the manager should consider each employee’s responsibilities and background, formal and informal roles, collateral duties, re-occurring assignments (e.g., outage-related duties, problem-solving or trouble-shooting assignments), and other factors suggesting that the employee may have unique/critical knowledge and skills. Department managers may want to consult other work group members, key plant customers, or interested parties  to determine ratings.
+
(2) Identify related emerging issues including coordination;
  
−
The Total Risk Factor of an employee is determined based on the guidelines provided in Table 7.
+
(3) Periodic updating of KLRM internal policy documents and relevant procedures;
  
−
[[File:1248_tab04.png|500px|thumbnail|right|TABLE 7. TOTAL RISK FACTOR]]
+
(4) Periodic updating of KLRM templates, forms and questionnaires’;
  
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The Total Risk Factor  provides an overall assessment of attrition-related risk for knowledge loss. The Total Risk Factor is computed by multiplying the Attrition Risk Factor by the Position Risk Factor. See Table 8.
+
(5) KPIs or metrics setup and analysis, e.g.:
  
−
[[File:1248_tab05.png|500px|thumbnail|right|TABLE 8. EXAMPLE OF TOTAL RISK FACTOR COMPUTING]]
+
:- number of experience reports
 +
:- quality of experience reports (scale 1-5)
 +
:- number of  interviews (debriefings)
 +
:- ratio of experts at risk and experts evaluated (interviewed)
 +
:- number of on-the-job trainings / succession plans
 +
:- number of experts at risk (high risk of loss)
 +
:- number of knowledge at risk (high risk of loss)
 +
:- number of knowledge transfers into the training materials / technical documentation
 +
:- number of KM portal / database visits
  
−
Each NPPs management team should collectively review the results of the risk assessment. Experience has shown that a critical review of the Position Risk Factor assigned by the department manager is important in ensuring accurate ratings. Often there is a tendency to rate high performing employees as having unique and critical knowledge and skills. A high level of performance is not the basis for a high Competency Risk Factor (5 rating) and such ratings should be changed. After completing the collective review, the management team identifies where a knowledge retention plan is needed and assigns responsibility for plan development (typically, the employee’s supervisor or manager).
+
The successful criteria as for the for knowledge loss risk management implementation can be, for example more than 80% of the knowledge retention plans fulfilment
  
−
====Step 2: Determine the approach to capture critical knowledge====
 
−
Once the risk assessment is complete, the next step is to address potential knowledge loss for each High Priority (20–25 Total Risk Factor) employee. In many cases this will involve an [[Interview|interview]] with the employee (‘elicitation’ process) utilizing a trained elicitor. The knowledge and skills in questions may be of many different types — task and equipment-related knowledge and skills; facts or information about specific people, vendors, projects, and locations; and unique pattern recognition knowledge and problem-solving skills. The interviews employ questionnaires are designed to assist the elicitor and employee in identifying the specific areas where critical/uinque knowledge may exist. Guidelines for conducting interviews and suggested questions are contained in Annex II.
 
−
Based on the interviews’ results  knowledge retention plans (see Annex III and Annex IV) are developed and implemented. The process for determining and implementing the most appropriate method(s) for addressing this potential loss involves:
 
−
# Inventorying  specific knowledge and skills of the identified employee;
 
−
# Assessing the importance to the organization — criticality;
 
−
# Assessing the consequences of loss (e.g., operational, financial, etc.);
 
−
# Reviewing options to mitigate the loss (e.g., codification, alternate resources, re-engineering);
 
−
# Developing knowledge retention plans as necessary (see Appendix III);
 
−
# Implementing knowledge retention plans;
 
−
# Coordinating and reviewing knowledge retention plans.
 
  
−
The first priority is to [[Identification|identify]], [[Capture|capture]] and retain [[Critical knowledge|critical knowledge]] held by employees nearing retirement. However, it is also important to develop and implement a knowledge retention plan for any employee with a Position Risk Factor of five. These employees may be promoted, transfered, or leave the organization for other reasons causing the loss of critical knowledge.
+
===Methods and tools to support knowledge loss risk management===
  
−
====Employee self-assessment knowledge retention survey====
 
−
Often the expert employee  posesessing critical knowledge and skills is also critical to day-to-day operations of the NPP and therefore his/her time is valuable and limited. Processes such as the one outlined in para 4.2. are effective, but may require significant resources and time. The following process (detailed in Appendix V) can be much less time consuming if utilized by NPPs to allow for self-assessments to identify specific at risk knowledge. This approach should be used to address potential knowledge loss when employees are terminated, transfered,  promoted, etc. The process can facilitate the gathering of additional information pertinent to the individual’s knowledge, skills and duties to support the continued safe and efficient operation of the NPP.
 
  
−
This activity could be a part of the performance appraisal system for already defined key experts through It-systems of the Nuclear Organizations (CMS/ERP)
+
A summary of knowledge preservation approaches covering methods and tools appropriate for each process, whether tacit, implicit, or explicit knowledge is involved, whether it exists at an individual, group/department, organizational or industry level, and whether it is focused on project, technology or process, can be found in Table 5.
−
Review provided by peers and approved by line managers
+
  
−
The self-assessment consists of two steps — the Employee Self-Assessment and the Employee Task Assessment. The Employee Self-Assessment is geared to provide general information from the employees related to  their current job tasks as well as information regarding meetings they attend, emergency position they hold, etc. The Employee Task Assessment provides more specific information about 1–5 major tasks performed by the employee. These major tasks may include activities they perform as part of their day-to-day job or may be collateral duties such as outage assignments.
 
−
The critical knowledge  can either be apparent where the individual is recognized as ‘the expert’ in a task or area, or it may be ‘deep-seated’, where critical steps are so ingrained in the individual that they may or may not recognize it as critical. This method of knowledge retention is a self-elicitation method that may need to be followed up with a more detailed review of the employee’s information (e.g., process outlined in paragraph 4.2.).
 
−
Once the employee has completed both the Employee Self-Assessment and the Employee Task Assessment, department managers and supervisors should review the tasks performed by the individual and decide  whether additional assessments are needed. The completed self-assessment is retained by the manager and is used to address challenges created by the pending personnel changes as well as potential knowledge loss.
 
−
The instruction of  (self)-assessment is detailed in the Appendix II.
 
  
−
====Step 3: Monitor and evaluate====
+
More detailed information on methods and tools for knowledge loss risk management is shown in IAEA Nuclear Energy Series, No. NG-T-6.7 ‘Comparative analysis of methods and tools for nuclear knowledge preservation’.
  
−
Periodic reviews should be conducted to monitor the status of implementation of the knowledge retention process. Specifically this step should:
+
===Motivational factors for knowledge transfer===
−
# Review previous knowledge retention plans and progress;
+
−
# Identify any positions/incumbents for reassessment or knowledge retention plan development;
+
−
# Identify related emerging issues or points of coordination;
+
−
# Review knowledge retention metrics, including:
+
−
#* Future attrition projections;
+
−
#* Number of High Priority positions;
+
−
#* Number of positions targeted for knowledge retention plan development;
+
−
#* Status of knowledge retention plans (complete, on-track, etc.);
+
−
#* Knowledge-related organization metrics (human performance, safety, etc.);
+
−
#* Consideration of other activities impact on the risk assessment (e.g., emerging work).
+
−
# Evaluation of the knowledge retention plans success in accomplishing stated goals.
+
  
−
An example of the organizational aspects of the 3-steps process is described in the Appendix I.
+
Nuclear organization managers should pay attention to very important question, how to motivate key experts share their knowledge, skills and competences, retain and transfer it to the next generation.
−
Outcomes of the evaluation process can be:  
+
Factors that may influence employees’ willingness to share knowledge:
−
* number of experience reports
+
:• They are honoured to be recognized as an expert.
−
* number of interviews
+
:• They believe they have an obligation to share their knowledge with others because of the benefits received during their careers.
−
* ratio number of experts at risks/to experts evaluated
+
:• They believe it is the right thing to do.
−
* ratio number of intervied /to training material/ to tech documentations
+
:• They see it as part of their job.
−
* number of mentoring programmes starts
+
  
−
===Methods and tools to support knowledge loss risk management===
+
Factors that may influence employees’ unwillingness to share knowledge:
 +
:• They consider their knowledge their personal intellectual property.
 +
:• They are concerned about losing their status or even their job.
 +
:• They fear no longer being needed.
 +
:• They feel isolated from the company.
 +
:• They believe they don't have any valuable knowledge to share.
  
 +
The most common reasons for employees which motivate them to stay at a company and actively collaborate during long period of time are listed below:
  
−
A summary of knowledge preservation approaches covering methods and tools appropriate for each process, whether tacit, implicit, or explicit knowledge is involved, whether it exists at an individual, group/department, organizational or industry level, and whether it is focused on project, technology or process, can be found in Table 9.
+
# Challenging work  and diversity;
 +
# Career growth, learning, and development;
 +
# Working with knowledgeable  people;
 +
# Fair pay;
 +
# Supportive management;
 +
# Being recognized, valued, and respected;
 +
# Benefits;
 +
# Meaningful work;
 +
# Pride in the organization, its mission, its culture and its product;
 +
# Pleasant  working  and social environment;
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# Autonomy and creativity;
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# Flexibility: working condition, working hours, dress code;
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# Location;
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# Job security and stability;
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# (Being part of a friendly team;
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# Empowerment;
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# Organizational loyalty;
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# Inspiring leadership.
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# Contests and awards (best experience report)
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<!-- '''Source:''' [[Practical Approaches to Risk Management of Knowledge Loss in Nuclear Organizations]] -->
  
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[[File:1248_tab06.png|500px|thumbnail|right|TABLE 9. KNOWLEDGE PRESERVATION METHODS AND TOOLS]]
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== References ==
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[1] Risk Management of Knowledge Loss in Nuclear Industry Organizationy, IAEA Publications STI/PUB/1248, 2006
  
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More detailed information on methods and tools for knowledge loss risk management is shown in IAEA Nuclear Energy Series, No. NG-T-6.7 ‘Comparative analysis of methods and tools for nuclear knowledge preservation’.  
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[2] [http://iaea-nkm.cloudapp.net/wiki/index.php/Mapping_organizational_competency_in_nuclear_organizations_-_document_as_draft Mapping organizational competency in nuclear organizations - Draft]
  
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===Motivational factors for knowledge transfer===
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[3] [http://iaea-nkm.cloudapp.net/wiki/index.php/Practical_Approaches_to_Risk_Management_of_Knowledge_Loss_in_Nuclear_Organizations_-_document_as_draft Practical approaches to risk management of knowledge loss in nuclear organizations - Draft]
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Nuclear organization managers should pay attention to  very important issue. How to motivate key experts with their knowledge, skills and competences to retain and transfer it to the next generation.
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The most common reasons for employees to stay at a company are listed below. The differences between functions, levels, genders, and ages are minor.
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# Challenging work  and diversity;
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# Career growth, learning, and development;
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# Working with knowledgeable  people;
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# Fair pay;
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# Supportive management;
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# Being recognized, valued, and respected;
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# Benefits;
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# Meaningful work;
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# Pride in the organization, its mission, its culture and its product;
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# Pleasant  working  and social environment;
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# Autonomy and creativity;
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# Flexibility: working condition, working hours, dress code;
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# Location;
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# Job security and stability;
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# Being part of a friendly team;
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# Empowerment;
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# Organizational loyalty;
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# Inspiring leadership.
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# Contests and awards (best experience report)
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'''Source:''' [[Practical Approaches to Risk Management of Knowledge Loss in Nuclear Organizations]]
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== References ==
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[1]  
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==Related articles==
 
==Related articles==
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[[Knowledge loss]]
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[[Workforce planning]]
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[[Knowledge loss risk assessment]]
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[[Knowledge loss risk management]]
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[[category:Tools]]
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[[Category:Knowledge loss risk assessment]]

Latest revision as of 19:42, 9 March 2016

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Definition

Determining the potential business impact of the loss of critical knowledge from a nuclear organization

Summary

The following processes and tools can be used by NPPs to identify and mitigate knowledge loss threats. Management can adapt or modify these processes and tools to meet the specific needs of its organization. This approach is practically proved itself as a basic methodology of KLRM and has been adopted by many NPPs and other nuclear related organizations over the world.

Knowledge Loss Risk Assessment Process

Attrition related knowledge loss risk assessment

Attrition-related knowledge loss threats can be identified, prioritized and addressed using the following process to determine a ‘Total Risk Factor’ for each employee in the organization. This Total Risk Factor is based on a projected attrition date which could be retirement, transfer, or other attrition (Attrition Risk Factor) and criticality of knowledge and skills (Position Risk Factor). This three-step process has been successfully implemented by many nuclear organizations. Figure 1 provides a flow diagram of the critical knowledge retention (KR) process.

FIG. 1. Critical knowledge retention flow chart

Three-step process

Step 1: Conduct knowledge loss risk assessment

The knowledge loss risk assessment is designed to identify positions/individuals with the greatest and the most imminent potential of knowledge loss . The Attrition Risk Factor is based on the expected retirement or other attrition date. The date can be provided by the employee or calculated based on the age and tenure data. Table 1 lists the criteria used to assign an Attrition Risk Factor.

TABLE 1. ATTRITION RISK FACTOR CRITERIA

The Position Risk Factor is initially assigned by the department level manager using criteria listed in Table 2.

TABLE 2. POSITION RISK FACTOR CRITERIA

The Position Risk Factor criteria are based on the unique/critical knowledge and skills possessed by the employee and an estimate of the difficulty or level of effort required to refill the position. In assigning the factor the manager should consider each employee’s responsibilities and background, formal and informal roles, collateral duties, re-occurring assignments (e.g., outage-related duties, problem-solving or trouble-shooting assignments), and other factors suggesting that the employee may have unique/critical knowledge and skills. Department managers may want to consult other work group members, key plant customers, or interested parties to determine ratings.

Position risk factor should also take into account influence on performance of the position itself in the current organizational structure. For example some positions assume critically important functions for the organization, eg.: unit-shift supervisor and other related to safety positions, key decision makers positions and some focal points or even nuclear codes analyst.

The Total Risk Factor of an employee is determined based on the guidelines provided in Table 3.

TABLE 3. TOTAL RISK FACTOR

The Total Risk Factor provides an overall assessment of attrition-related risk for knowledge loss. The Total Risk Factor is computed by multiplying the Attrition Risk Factor by the Position Risk Factor. See Table 4.

TABLE 4. EXAMPLE OF TOTAL RISK FACTOR COMPUTING
FIG 2. KNOWLEDGE RETENTION ACTION PLAN
TABLE 5. KNOWLEDGE PRESERVATION METHODS AND TOOLS

Each NPPs management team should collectively review the results of the risk assessment. Experience has shown that a critical review of the Position Risk Factor assigned by the department manager is important in ensuring accurate ratings. Often there is a tendency to rate high performing employees as having unique and critical knowledge and skills. A high level of performance is not the basis for a high Competency Risk Factor (5 rating) and such ratings should be changed. After completing the collective review, the management team identifies where a knowledge retention plan is needed and assigns responsibility for plan development (typically, the employee’s supervisor or manager).

Step 2: Determine Knowledge Retention Plan to Capture Critical Knowledge

The Knowledge Retention Plan (see Fig 2) is designed to identify and prioritize the critical knowledge in each high-priority position based on the Knowledge Risk Assessment. From here, managers will determine the approach to capturing and transferring the knowledge. Once the risk assessment is complete, the next step is to address potential knowledge loss for each High Priority (20–25 Total Risk Factor) employee through implementing of knowledge retention plans (see Fig 2). • Identify the critical knowledge/skill, department, knowledge holder and who owns the actions (e.g., leader). • Indicate if you have completed the Knowledge Risk Assessment Questionnaire. This section also identifies how you plan to acquire, transfer and retain the knowledge. • Identify the critical knowledge that must be managed, what actions will be taken, who owns each action and due dates. These actions can be included in an employee’s annual performance plan as either a business goal or a development goal.

In developing knowledge retention plans to retain and transfer critical or unique knowledge, consider these factors:

• Length of time the knowledge will be relevant

• Types of knowledge involved; i.e., explicit vs. tacit

• Timing of knowledge loss

• Cost (cost-benefit analysis may be needed)

• Employee’s motivation and ability to share knowledge

• Successor’s motivation to acquire knowledge

• Capability for acquiring knowledge


In many cases knowledge retention plans will include an interview with the employee (‘elicitation’ process) utilizing a trained elicitor. The knowledge and skills in questions may be of many different types — task and equipment-related knowledge and skills; facts or information about specific people, vendors, projects, and locations; and unique pattern recognition knowledge and problem-solving skills. The interviews are based on questionnaires which are designed to assist the elicitor and employee in identifying the specific areas where critical/unique knowledge may exist. Guidelines for conducting interviews and suggested questions are contained in Appendix II.

The first priority is to identify, capture and retain critical knowledge held by employees nearing retirement. However, it is important to develop and implement a knowledge retention plan for any employee with a position risk factor of five. These employees may be promoted, transferred, or leave the organization for other reasons causing the loss of critical knowledge.

Step 3: Monitor and evaluate

Periodic reviews should be conducted to monitor the status of implementation of the knowledge retention process. The IAEA recommended to finalize such review annualy on 4th Quarter. Specifically this step should include as minimum:

(1) Review previous knowledge retention plans and progress (see Fig 2);

(2) Identify related emerging issues including coordination;

(3) Periodic updating of KLRM internal policy documents and relevant procedures;

(4) Periodic updating of KLRM templates, forms and questionnaires’;

(5) KPIs or metrics setup and analysis, e.g.:

- number of experience reports
- quality of experience reports (scale 1-5)
- number of interviews (debriefings)
- ratio of experts at risk and experts evaluated (interviewed)
- number of on-the-job trainings / succession plans
- number of experts at risk (high risk of loss)
- number of knowledge at risk (high risk of loss)
- number of knowledge transfers into the training materials / technical documentation
- number of KM portal / database visits

The successful criteria as for the for knowledge loss risk management implementation can be, for example more than 80% of the knowledge retention plans fulfilment


Methods and tools to support knowledge loss risk management

A summary of knowledge preservation approaches covering methods and tools appropriate for each process, whether tacit, implicit, or explicit knowledge is involved, whether it exists at an individual, group/department, organizational or industry level, and whether it is focused on project, technology or process, can be found in Table 5.


More detailed information on methods and tools for knowledge loss risk management is shown in IAEA Nuclear Energy Series, No. NG-T-6.7 ‘Comparative analysis of methods and tools for nuclear knowledge preservation’.

Motivational factors for knowledge transfer

Nuclear organization managers should pay attention to very important question, how to motivate key experts share their knowledge, skills and competences, retain and transfer it to the next generation. Factors that may influence employees’ willingness to share knowledge:

• They are honoured to be recognized as an expert.
• They believe they have an obligation to share their knowledge with others because of the benefits received during their careers.
• They believe it is the right thing to do.
• They see it as part of their job.

Factors that may influence employees’ unwillingness to share knowledge:

• They consider their knowledge their personal intellectual property.
• They are concerned about losing their status or even their job.
• They fear no longer being needed.
• They feel isolated from the company.
• They believe they don't have any valuable knowledge to share.

The most common reasons for employees which motivate them to stay at a company and actively collaborate during long period of time are listed below:

  1. Challenging work and diversity;
  2. Career growth, learning, and development;
  3. Working with knowledgeable people;
  4. Fair pay;
  5. Supportive management;
  6. Being recognized, valued, and respected;
  7. Benefits;
  8. Meaningful work;
  9. Pride in the organization, its mission, its culture and its product;
  10. Pleasant working and social environment;
  11. Autonomy and creativity;
  12. Flexibility: working condition, working hours, dress code;
  13. Location;
  14. Job security and stability;
  15. (Being part of a friendly team;
  16. Empowerment;
  17. Organizational loyalty;
  18. Inspiring leadership.
  19. Contests and awards (best experience report)

References

[1] Risk Management of Knowledge Loss in Nuclear Industry Organizationy, IAEA Publications STI/PUB/1248, 2006

[2] Mapping organizational competency in nuclear organizations - Draft

[3] Practical approaches to risk management of knowledge loss in nuclear organizations - Draft

Related articles

Workforce planning

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